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Sophia_von_Rundstedt_PortraitSophia von Rundstedt is the managing director of v.Rundstedt und Partner GmbH.Sophia von Rundstedt has been managing the family business v.Rundstedt outplacement and career advice as CEO and sole managing director since 2011. She initially worked as a lawyer for corporate and corporate law, mergers and acquisitions and private equity -Transactions in an international law firm. In 2003 she joined her father's company as a customer advisor, where she was, among other things, branch manager in Frankfurt and member of the management team of her father, Eberhard von Rundstedt, before taking over the chairmanship. More information at www.rundstedt.de

Constructive feedback as a leader: 2 Times 5 Tips for giving and taking

Do you provide your employees with constructive feedback in regular meetings? And do you also actively get feedback from your employees on your leadership style? It's time!

Feedback_culture

Feedback as a gift

So far, only one in five executives is making good progress and gets feedback on their performance and leadership style from their employees. This resulted in a Talents and Trends survey by von Rundstedt.

An honest evaluation is particularly important for the individual further development of the manager and thus for the company's success. Rather, I believe that feedback should be viewed as a valuable gift, as it takes courage to give feedback, and without this gift we cannot grow beyond ourselves.

As a leader, you are a role model for your employees

If you present an open feedback culture in which praise and criticism are taken for granted, the inhibition threshold of giving honest feedback to your employees will also decrease. Companies with such a culture are more innovative and more attractive as employers.

Certainly, it is always a great challenge to give constructive and above all understandable feedback. For, as with presents, they often prepare not only for the giving of gifts, but also for the recipient.

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Any 5. Employee does not understand his boss!

From our talent and trends survey, we know that every fifth employee is puzzling over what his supervisor wants to say with his feedback.

Signals are misinterpreted, vague messages misunderstood. There is an urgent need for action: How can it be guaranteed that feedback is understandable and that feedback does not have to be interpreted correctly? And, above all, how do you get concrete feedback and suggestions for improvement from the employees as a manager?

5 Tips on how to give a constructive and comprehensible feedback as a leader:

  1. Tip - take your time: Make explicit and regular appointments for staff meetings. The more regular and frequent feedback is given, the more self-evident and effective it is. Therefore, it is a habit to conclude any form of cooperation - be it workshops, team meetings or project meetings - with a feedback round.
  2. Tip - Spiegeln your own perception: Speak of your own observations and impressions. Call the other person's actions to you. This makes it easier for employees to accept the feedback.
  3. Tip - Be specific: Avoid general and vague statements and praise and criticize with concrete examples and situations from everyday life. Stay informative and without reproaches. This makes the chance of your feedback getting better.
  4. Tip - give suggestions for improvement: Provide concrete suggestions for improvement for the further learning process.
  5. Tip 5 - Feedback at eye level: Rather, enter the dialogue as a career coach and counselor on an equal footing, rather than as the sole speaker or judge.

5 tips on how to get feedback as a leader:

  1. Tip - Introduce feedback talks as a regular communication channel: Optimal opportunities to get in-depth feedback are project completion meetings or classic year-round talks. Inform your employees well in advance of the conversation that open feedback on your behavior as a leader is on the agenda. This gives employees time to prepare accordingly.
  2. Tip - Create a trusting working environment: Employees often fear negative reactions or even disadvantages if they express criticism of their manager. Employees can only confidently express their opinions and dare to give critical feedback in a trusting working atmosphere. Let your employees understand that you too want to continuously improve and are interested in open feedback.
  3. Tip - Show interest: Already in your day-to-day work, you signal that you are interested in the opinions and ideas of your employees in order to foster appreciative cooperation.
  4. Tip - ask specifically: In employee talks, please ask for suggestions for improvement, in order to reduce the barriers to the first step, for employees. The following questions are helpful: What do you want from me as a leader? What could I do better in dealing with you and other employees? How do you rate my information transfer?
  5. Tip - Show your Critical Ability: Go openly with criticism and do not justify yourself. Begin by making good suggestions of the employees within the possibilities. Again, be honest with yourself and your employees! Indicate which points you are returning to the employee or where and for what reasons they can not be changed quickly.

Summary

Remember, feedback is never a one-way communication tool. Lots Company have already recognized this and let the executives evaluate the employees during the annual meetings.

But this still happens far too rarely. I can only encourage you to do so. Move out of your comfort zone to promote growth, employee satisfaction and loyalty!

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12 responses to "Constructive feedback as a manager: 2 times 5 tips for giving and taking"

  1. Blog series: Patterns of thought for the mosaic career - It's all a question of the basic inner attitude (part 3) | MOVING TALENTS says:

    [...] As an entrepreneur, I am open to ideas and suggestions. Employees should develop their own ideas and have the courage to fight for them. At the same time, it is necessary to keep questioning the ideas that we have come to love. It is important to me that managers give their employees the chance to find out what they are really good at, what their heart beats for and where their contribution is needed and valued in regular career dialogues. In my opinion, a constructive feedback culture is the basic requirement for this. Innovation and growth can only arise if employees and managers regularly give each other feedback. You can find out how this can be done in practice in the following blog post Berufebilder.de read up. [...]

  2. Thinking outside the box XLIII / 15 - HR links of the week: motivational lies, 70-20-10 and advantages of gamification approaches in eLearning | edutrainment company GmbH says:

    [...] "Constructive feedback as a manager: 2 times 5 tips for giving & taking" - As a manager, give your employees in regular discussions [...]

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